Reelection is very important when working with or within groups. It is necessary to look at the past teams and projects that were undertaken by the team to avoid repeating similar groups mistakes in the future groups either personally or professionally. Establishing a cohesive group in a professional and workplace environment to work correctly and effectively all the members of the team should know the role they have to undertake for the team. Leaders of various teams should apply cog’s ladder model as an approach to understand the different personalities as well as behaviors that can appear during the process of the team working together (Engleberg, 2010) . This paper will mainly focus on explaining how the team I worked with moved through in the 5 phases of the model, providing an example of every step as well as comparing and contrasting the positive as well as the negative behaviors in each stage.
My personal experience to reflect on is when I was attending Yale University, it was a mandatory activity for all the students in the university to study and work in groups. This approach of working in teams was adopted to help the students to learn and understand how to conduct themselves with cohesiveness as well as collaboration in their respective teams. Attending Yale University was for me an enjoyable learning experience because one of the institutions primary belief is appreciating cultural diversities while working with different members in groups. The university also majorly focuses on the structure as well as leadership. According to (Greenberg, 2011) , all teams require guidance, without any form of leadership, a team will be not more than a gathering of people, without motivation together with coordination to accomplish a specific goal. There are simply no successful teams without particular leadership. Team leaders exist because the team demand and also rely on their leaders to meet specific targets.
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In almost all the classes throughout my entire course in the university, we were supposed to work in a team, and personally, for me the first team assignment was a big challenge considering the members of my team were of different age groups, each of the members had separate class schedules as well as lifestyles. The team comprised of four to five members who were of a different gender as well as age. Identifying the leaders as well as other members of the team was a challenge. While at the university it was recommended that we use the approach, the fundamental idea in the procedure was that there were five steps required for teams to help them complete tasks effectively as well as efficiently. The stages of the model include; power stage, why we’re here, cooperation, polite as well as spirit phase. Teams can only move to the next step after finishing the present stage (Petland, 2012) .
The first stage is the polite phrase, and this was an introduction stage where the team members were trying to get to know one another and the leader of the team. In this stage, the fundamental structure of the team is developed, and the phase is classified by polite interactions, with ideas being simple, controversies were avoided at this stage (Charrier, 2005) . In my personal experience, this stage was mainly an introduction of the members of the team. The members of my team were humble as well as polite to each other. All the members restricted their self-disclosure because none of us wanted the other to know much about our schedule and lifestyle. The second stage was why we are here, during this stage the member’s wishes to know the primary purpose of coming together. The team leader will then plan the particular team agenda for every meeting session. During this stage, the member's requirement for approval starts to disappear as individuals evaluate the different purposes of the team as well as starting to set target and goals.
In most cases, the social interaction between the members starts to establish as they begin to feel the sense of belonging. In my experience with my first team, determining the main reason for the team was dictated by the assignment given by the tutor. We also established the team with one main objective of completing our degree course and knowledge.
The 3 rd stage is power. During this stage, power struggles are evident among the members of the team when striving to convince one another that their views on a matter are correct (Charrier, 2005) . The number of candidates who wish to be the team leaders narrows because the number of members striving to establish their power decreases. The members who were active participants during the initial phases will resort on remaining silent during this phase because they don't need to get involved in the struggle for power. Interactions during this phase are not always optimum solutions, and hence patience and the need for structure is highly recommended. In my case, this phase involved who will assume the responsibility in the team to allow the team to work and complete the assignment within the provided time. My team indicated who was willing to assume the responsibility of leading the team.
The 4 th phase in the model is cooperation phase, during this phase members of the team not only start to accept that other members have the right to express their opinion, but a team spirit also replaces the initial individual interest. Usually, new creativity levels are accomplished, and the productivity of the team improves (Charrier, 2005) . In my experience, the members within the team were excellent when it came to team cooperation. Although we only had a single incident of a member dropping out because of personal issues. The last stage is espirit; during this phase, the members of the team have established mutual relations that brought a sense of comradeship, mutual trust as well as closeness. During this step, we as the members enjoyed meeting and being together that anyone was willing to go to another extension for the other member. The necessity for team structure fades and is replaced with an environment of informality (Petland, 2012) .
Within my team in university, the positive behavior in the stages was that we all as members had an opinion and everyone's opinion was highly respected on the assignment as well as other matters. Every member of the team had the chance to contribute and grow as well. The negative behavior arose when we lost one of the members of our team, and this resulted in other members being discouraged as well as picking up the part of the lost member of the team (Engleberg, 2010) . Another negative behavior was our team leader failing to know the member had a personal issue. Team leaders should focus on both the non-task aspects together with the tasks at hand. Lack of communication in the different stages especially the first and second stages of the model. Both the elements of the team are very significant and should be considered if the team wants to be successful.
References
Charrier, George. (2005). Stages of the Cog's Ladder. Journal of Management , 31-52.
Engleberg, D. (2010). Communication principles and strategies in groups. Boston: Allyn & Boston.
Greenberg, M. (2011). Behaviors in groups of organizations. New York: Prentice Hall Publishers.
Petland, C. (2013). In New Science of Building Succesful Teams. Boston: Havard Business Review.
